The DOI matches its Crossref record; 10 of the 10 references it cites were found in a registry or an index.
Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation
Abstract
The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention. A cross-sectional survey of 593 employees from 64 Norwegian savings banks showed that performance appraisal satisfaction was directly related to affective commitment and turnover intention. The relationship between performance appraisal satisfaction and work performance, however, was both mediated and moderated by employees' intrinsic work motivation. The form of the moderation revealed a negative relationship for employees with low intrinsic motivation and a positive relationship for those with high intrinsic motivation. Implications for practice and directions for future research are discussed.
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Cites
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“Similarly, although the relationship between goal setting and performance is moderated by several factors (Locke and Latham, 2002), goal setting theory has proved to be among the most robust and useful theories in organizational science (Neubert, 1998).”
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The job satisfaction–job performance relationship: A qualitative and quantitative review.
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Toward a hierarchical model of intrinsic and extrinsic motivation
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“Furthermore, due to their strong autonomy orientation and high need for autonomy, intrinsically motivated employees will also be more sensitive to negative experiences associated with external regulation (Ryan and Deci, 2000; Vallerand, 1997).”
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“Furthermore, since intrinsic motivation is concerned with motivation to perform a task for itself, it is highly related to measures of task involvement or task interest (e.g. Guay et al., 2000).”
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Creating value for employees: investment in employee development
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Cited by
Intrinsic motivation and extrinsic incentives jointly predict performance: A 40-year meta-analysis.
Cerasoli, C. P., Nicklin, J. M., & Ford, M. T. (2014) · Psychological Bulletin · doi:10.1037/a0035661 · Cited by 1,981
The influence of technology on the future of human resource management
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015) · Human Resource Management Review · doi:10.1016/j.hrmr.2015.01.002 · Cited by 618
Gillet, N., Gagné, M., Sauvagère, S., & Fouquereau, E. (2013) · European Journal of Work and Organizational Psychology · doi:10.1080/1359432x.2012.665228 · Cited by 295
Schleicher, D. J., Baumann, H. M., Sullivan, D. W., Levy, P. E., Hargrove, D. C., & Barros-Rivera, B. A. (2018) · Journal of Management · doi:10.1177/0149206318755303 · Cited by 173
A century of labour turnover research: A systematic literature review
Bolt, E. E. T., Winterton, J., & Cafferkey, K. (2022) · International Journal of Management Reviews · doi:10.1111/ijmr.12294 · Cited by 116
Metadata
- Authors
- Kuvaas, B.
- Venue
- The International Journal of Human Resource Management
- Publisher
- Informa UK Limited
- Published
- 2006-03
- Volume
- 17
- Issue
- 3
- Pages
- 504-522
- ISSN
- 0958-5192 (ISSN-L)
- 1466-4399
- OpenAlex
- W2045619815
- Cited by
- 521
- References
- 10
- FWCI
- 13.45
- Type
- journal article
- Language
- en
- Open access
- closed
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Data sources
Bibliographic data: Semantic Scholar, OpenAlex, Crossref.
Contains information from the Semantic Scholar Academic Graph Datasets, made available under the ODC Attribution License (ODC-BY 1.0).
Semantic Scholar’s data is described in: Kinney, R., et al. (2023). The Semantic Scholar Open Data Platform. arXiv:2301.10140.
